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Despite being largely supportive of their sibling with an autism spectrum disorder (ASD), some siblings without ASD also feel the effects of the disorder particularly in relation to challenging behaviour and lack of empathy. The purpose of this paper is to explore the experiences adults who have a sibling with ASD and intellectual disability (ID) with challenging behaviour.

Interviews were conducted with 11 capacitous adult siblings of service users who have ASD and ID as well as a history of challenging behaviour. A modified version of the autism Parenting Stress Index was used to assess the impact on those siblings. thematic analysis was utilised to analyse their responses.

Four main themes emerged from the interviews, which highlighted that challenging behaviour can cause emotional losses and can impact upbringing and the sibling relationship. Despite the siblings making adjustments, they continue to have concerns for the future.

Chronic challenging behaviour can impact on siblings, and it is important to support entire families, and not exclusively parents.

The purpose of this paper is to report on and evaluate focus groups and privacy diary/interview methods used in a qualitative study of on‐line privacy.

The paper is a discursive evaluation of two methods employed to study on‐line privacy, informed by and situated in interpretive and constructivist approaches to knowledge.

The paper argues for the value of qualitative research methods in study of on‐line privacy. It confronts the positivist paradigm that informs much of the work in the field by foregrounding the need for methodological plurality in the study of privacy as relational, situated, dynamic and contextual. It deals with the notion of “sensitivity” as well as introducing often neglected issue of logistical challenges in qualitative research.

The paper contributes to the existing debates about the value of employment of qualitative research methods broadly, as well as in the study of on‐line privacy more specifically. It demonstrates a range of advantages and challenges in use of the two methods, providing recommendations of how to supplement them. It opens up the discussion of process of sensitizing of the participants and thus the “co‐construction” of knowledge.

With interviews in South Africa and London, Chris Phillips reports on the dangerously‐nationalistic US moves which have taken the monetary world away from its gold base and at the same time preserved the dollar — and election‐minded Nixon.

Because of the volatile business environment, organizations are in a state of unprecedented change, which numerous observers have called chaos. Under current, unstable, perhaps chaotic, conditions, there is a window of opportunity for human resources (HR)/change leader professionals to step up to areas of conflict, chaos, and confusion in organizations. The opportunity currently available to HR professionals is obviously open to all stakeholders in organizations. Eventually someone will claim this opportunity. In changing, unpredictable, chaotic organizations, the HR groups stand out as likely claimants because of their generally applicable skill sets. However, this is a new, confrontational leadership role that HR personnel have not filled in the past. Some HR personnel will not be interested, some will not have what it takes. HR stars will definitely be “in the gate” and have what it takes. This paper describes how HR stars behave, and what they can accomplish in chaotic organizations.

The purpose of the paper is to back-test value-at-risk (VaR) models for conditional distributions belonging to a Generalized Hyperbolic (GH) family of Lévy processes – Variance Gamma, Normal Inverse Gaussian, Hyperbolic distribution and GH – and compare their risk-management features with a traditional unconditional extreme value (EV) approach using data from future contracts return data of S&P500, FTSE100, DAX, HangSeng and Nikkei 225 indices.

The authors apply tail-based and Lévy-based calibration to estimate the parameters of the models as part of the initial data analysis. While the authors utilize the peaks-over-threshold approach for generalized Pareto distribution, the conditional maximum likelihood method is followed in case of Lévy models. As the Lévy models do not have closed form expressions for VaR, the authors follow a bootstrap method to determine the VaR and the confidence intervals. Finally, for back-testing, they use both static calibration (on the entire data) and dynamic calibration (on a four-year rolling window) to test the unconditional, independence and conditional coverage hypotheses implemented with 95 and 99 per cent VaRs.

Both EV and Lévy models provide the authors with a conservative proportion of violation for VaR forecasts. A model targeting tail or fitting the entire distribution has little effect on either VaR calculation or a VaR model’s back-testing performance.

To the best of the authors’ knowledge, this is the first study to explore the back-testing performance of Lévy-based VaR models. The authors conduct various calibration and bootstrap techniques to test the unconditional, independence and conditional coverage hypotheses for the VaRs.

The powerful forces that are transforming healthcare can generate enormous economic potential for those who are able to employ effective survival techniques in the short term and at the same time plan for success in the long term. To accomplish this, an organization must harness the forces driving transformation and use them to its advantage. Despite the best efforts of senior healthcare executives, major change initiatives often fail. Change threatens the very stability and continuity that managers are attempting to control; therefore change and managers are not natural partners. Even managers aware of the need to change resist the parts that appear too major, too risky, or too “different”. This understanding of change, transformation and reinvention are crucial for all health‐care organizations moving forward at turbulent speeds. Change has its problems and successes are not abundant. This article will examine change strategies; their failures and successes; the role of the leader in this process; overcoming barriers and resistance, key steps to succeed in change efforts and, finally, alternative strategies to build the change process.

This study profiled the work activities, including caseloads, of psychologists in clinical training (n=51; hereafter referred to as “trainees”) in the Republic of Ireland (RoI). The purpose of this paper is to highlight the value of trainees by focusing on the effect they had on the waiting times across the services where they were on placement.

This study employed a survey design using the online survey software, Limesurvey, in order to profile the work activities of 51 trainees (response rate=47 per cent) on various placements across the RoI.

Findings suggest that the trainees work contributed in a meaningful way to their host services through their engagement in both direct and indirect clinical work.

The study relied on self-report data, some of which were estimates (e.g. waitlist lengths at placement end). Future research could employ other methods (e.g. work activity diaries) to increase reliability.

By highlighting the valuable contribution made by trainees while on placement, this study supports the continued funding of clinical training programmes in the RoI.

Collection development literature has burgeoned over the past decade, yet the complaint is still heard that college libraries are not engaged in meaningful collection development activities. College librarians often consider methods described in published research as too time‐consuming, technologically dependent, or statistically complex to apply to their own situations. How relevant is the literature to the practical needs of the collection developer? In addressing this question, a theoretical overview of collection development is presented, and recent publications reviewed, in terms of their relevance to collection planning, implementation, and evaluation in the small college library.

The Berle and Means thesis focuses on a managerial revolution in which corporate control came to be transferred from owners to managers. Currently, it is arguable that control of corporate policy has shifted back to owners in what has come to be called “investor capitalism.” Stock market manipulators, as owners, have currently come to assert increased levels of control over CEO autonomy. This empirical reality appears in a vicious circle culminating in excessive CEO profits. The result has been to give support to a basic Veblenian assertion that imbecile business institutions hold sway to direct and dominate the economic process. In this process, the making of money rather than the production of goods serviceable for basic human needs have increasingly come to prevail over the US economy and culture.